Here's how you can effectively handle feedback that you disagree with.

Stay Calm and Composed Listen Actively Reflect and Analyze Seek Common Ground Learn and Grow Maintain a positive attitude towards feedback. View it as an opportunity for growth rather than criticism.

When dealing with feedback, be cool, ask clarifying questions, and listen intently. If you disagree, consider the feedback objectively and respectfully state your position. Take advantage of it to have a productive conversation and make improvements.

As an HR professional, navigating change and uncertainty with emotional intelligence involves staying attuned to your own emotions and those of your team. Start by actively listening and showing empathy, recognizing the challenges people face. Communicate transparently and offer support, addressing concerns and providing stability. Encourage a positive mindset by focusing on solutions and fostering a sense of community. By leading with compassion and understanding, you can help your team adapt and thrive through change.

During a team meeting, my manager provided feedback that my project reports were too detailed and difficult to follow. Although I felt that the level of detail was necessary, I listened carefully to understand his perspective. By fully listening without interrupting, I learned that the reports were being read by senior executives who needed concise summaries rather than in-depth analyses.

Every feedback is worth listening to and listen actively. For a person to be willing to provide their feedback to you it could mean that they wanted you and the situation to be better and/or that the matter impacts the person greatly. Listen to understand where they are coming from and why. It will give you great insights, some of which you might have missed or unseen to you.

Some key ways self-reflection can be helpful include: - Identifying blind spots or areas for improvement that we may have overlooked on our own - Developing a more nuanced understanding of complex issues by exploring multiple viewpoints - Gaining clarity on our core values and priorities, which can guide future decisions - Fostering emotional intelligence by helping us manage our reactions to criticism or difficult feedback - Enabling us to articulate our positions and rationales more clearly when we do maintain our initial stance

The way I frame in my mind how I receive feedback has been very helpful. It's not personal, and often I'm able to learn and grow from what I hear. Even though I reflect regularly, I have blind spots that I need help seeing. Giving feedback can be challenging, so if someone respects me enough to be honest with me, taking in what they said is not going to hurt me.

Es mejor reflexionar con calma que reaccionar de manera brusca ante comentarios con los que no se está de acuerdo. Tener las mismas opiniones no es algo que pase siempre, así que hay que tener en cuenta que puede haber diferentes puntos de vista sobre una misma cosa y que, por otra parte, pueden ayudar a que un equipo crezca o a que la solución de los problemas se haga con mayor creatividad.

La naturaleza humana hace que cuando escuchamos algo sobre nosotros que no nos agrada, nos sintamos inseguros e incluso atacados. Reflexionar sobre aquello que te sugieren mejorar es una gran oportunidad. No la desperdicies Humildad y deseo genuino de mejorar es la correcta actitud para comenzar a planear mejoras en tus competencias y habilidades profesionales Un feedback solo es útil cuando se genera un plan de acción con metas y fechas de implementación que permitan llenar las brechas entre las habilidades que tengo hoy con las habilidades que el cargo actual demanda o las que se requiere para una nueva posición en la carrera profesional Un feedback sincero y propositivo es en realidad UN REGALO que te cambiará la vida !

After receiving an unexpected critical email from a colleague about my communication style, I felt defensive. Instead of responding immediately, I took a few hours to reflect on the feedback. This allowed me to approach the situation with a clearer mind, and I realized there were some valid points that I could work on to improve my communication.

The way you respond to feedback will determine the quality of feedback you receive in the future. Feedback is a gift. Even when you receive feedback you are not aligned with, take a moment to pause, think, reflect and ask questions to understand the other perspective more deeply.

Hacer preguntas es una herramienta interesante, en vez de hacer comentarios ofensivos, cuando no se está de acuerdo en algo. Las preguntas abiertas, que pueden tener un abanico amplio de respuestas, son más adecuadas que las preguntas cerradas, con un si o un no. Si son abiertas, la conversación que se promueve puede llevar a encontrar puntos en común y que se fomente un diálogo más constructivo y positivo.

When a client mentioned they were unhappy with the last project deliverable, I asked specific questions to understand their concerns better. I asked, "Can you point out particular aspects that did not meet your expectations?" and "What changes would make this more satisfactory for you?" This helped me gain clarity on their needs and adjust the deliverable accordingly.

A valuable approach I've found is to document the feedback and your response to it. Writing down the specific points and your reflections can help you process the feedback more objectively. This practice allows you to revisit the feedback later with a clearer mind, identify patterns over time, and develop strategies for improvement. It also shows the feedback provider that you are taking their input seriously and are committed to continuous learning and growth.

During a performance review, my supervisor mentioned that I needed to improve my time management skills. While I initially disagreed, I acknowledged that there had been instances where I missed deadlines. I said, "I understand that there have been a few delays in my recent projects. I will work on prioritizing my tasks better to avoid this in the future."

Its not always necessary to respond to every feedback the moment you receive them. Its completely normal and better to take some time to comprehend the feedback and then have a meaningful conversation. Remember, most times life is not about what happens to you, but how you deal with it!

In a brainstorming session, a teammate critiqued my proposal, suggesting it was impractical. Instead of shutting down the idea, I communicated my perspective clearly. I explained, "I see your point about the potential challenges, but I believe that with proper planning and resource allocation, we can overcome them. Here’s how I think we can address the issues..."

After a disagreement about the direction of a marketing campaign, my colleague and I discussed our differing views. We decided to combine elements from both of our ideas to create a more comprehensive strategy. By focusing on our shared goal of increasing engagement, we were able to move forward productively.

Effectively handling feedback you disagree with involves reframing perspectives. Try empathizing with the giver's viewpoint, seeking common ground, and focusing on areas of agreement. Consider proposing compromises or alternative solutions while maintaining professionalism. Emphasize a collaborative approach to find mutually beneficial resolutions. Additionally, use constructive criticism as an opportunity for personal growth and learning, even if you ultimately maintain your stance.

Handling feedback you disagree with effectively involves several key steps. First, listen actively without interrupting, allowing the person to express their thoughts fully. Then, seek clarification to ensure you understand their perspective. After understanding, thank them for their feedback, acknowledging their effort and insights. It's essential to remain calm and avoid becoming defensive, even if you disagree. Consider their feedback objectively, evaluating if there's any validity or common ground. If you still disagree, respectfully explain your viewpoint, using specific examples if necessary. Finally, suggest a compromise or agree to disagree amicably, maintaining a positive and constructive relationship.

It is very important to develop your communication skills first! You should actively listen before stating your viewpoint. Therefore, try to understand each point of the feedback and to ask questions to elaborate it more. You can ask the person who is giving you the feedback to give you examples of what made them think of this, because sometimes people perceive behaviors differently.

Stay Professional: Maintain a professional demeanor, even if you strongly disagree with the feedback. Seek Clarification: Ask for specific examples to better understand the feedback and its context. Perspective Shift: Try to view the feedback from the other person's perspective to gain new insights. Constructive Response: Respond constructively, focusing on how you can improve or address the feedback points. Follow-Up: After addressing the feedback, follow up with the person to show your commitment to growth. Document Feedback: Keep a record of the feedback and your responses for future reference and self-improvement. Support Network: Discuss the feedback with a trusted mentor or colleague to get an objective perspective.

After a contentious meeting where feedback was exchanged, I decided to seek a third-party perspective from another team leader. They provided an unbiased opinion, helping me see the situation more clearly. Additionally, I followed up with the person who gave me the feedback a few weeks later to discuss progress and any further adjustments needed.